臺灣博碩士論文加值系統

中文摘要
工作壓力大，成了現代社會的職場通病。而且壓力的主要來源，分別是工作要求負荷大、工作角色衝突，以及工作內容等問題。試圖探索因工作壓力所衍生的工作緊繃，會不會因為不同調節焦點的人而有所不同。研究結果發現，不同的壓力源對員工工作緊繃皆有正向的影響；員工的開創型特質不一定會弱化挑戰型壓力與工作緊繃正向之關係，亦不一定會強化阻礙型壓力與工作緊繃正向之關係。而守成型特質會強化挑戰型壓力與工作緊繃正向之關係，另不一定會強化阻礙型壓力與工作緊繃正向關係。
本研究採用問卷調查法，施測對象為國內中小企業，以各部門內到職三個月以上之不同單位別員工，抽樣的方式選取受測對象，總共有效回收422份，接著使用敘述性統計分析、信度分析、驗證性因素分析、相關分析與迴歸分析等統計方法進行資料分析。
最後，針對上述研究結果提出學術上及實務上的貢獻與建議，提出三大管理意涵：(1) 工作壓力源導致工作緊繃，宜適當調整工作內容；(2) 不同性格的人對壓力反應不同；(3)「找對人」是組織成功的關鍵。

關鍵詞: 挑戰型壓力源、阻礙型壓力源、身心症、情緒耗竭、開創型調節焦點、守成型調節焦點

Abstract
Stress from work has become a common problem in modern workplaces. The main sources of work stress are problems such as large workloads, conflict between work roles, and work content. Further, the job strains that arise from work stress will be different for people who have different focuses. The results of this study show that different stressors have positive effects on employees’ job strains, and that the employee's promotion focus does not necessarily weaken the positive relationship between challenging stressors and job strains, and does not necessarily strengthen the positive relationship between the hindrance stressors and job strains. This study also observes that prevention focus will strengthen the positive relationship between the challenge stressors and the job strains, and will not necessarily strengthen the positive relationship between the hindrance stressors and job strains.
This study adopts the questionnaire survey method, and participants consisted of domestic SMEs. The sample consists of employees of different units who had been employed for at least three months in their department. A total of 422 valid surveys were returned. The data were then analyzed via narrative statistics analysis, reliability analysis, confirmatory factor analysis, correlation analysis, regression analysis, and other statistical methods.
Finally, based on the results, the author outlines the academic and practical contributions and suggestions. Three management implications are identified: (1) Job stressors that lead to job strains should be addressed; (2) Different people have different responses to stress; and (3) "Finding the right person" is the key to organizational success.

Keywords: challenge stressors、hindrance stressors、physical symptoms、emotional exhaustion、promotion focus、prevention focus

目 錄
中文摘要 I
Abstract II
目 錄 IV
表目次 VI
圖目次 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究範圍 5
第四節 研究流程 5
第五節 名詞釋義 7
第二章 文獻探討 10
第一節 工作壓力源 10
第二節 工作緊繃 15
第三節 調節焦點 21
第三章 研究方法 26
第一節 研究架構與假設 26
第二節 研究對象 27
第三節 研究工具 28
第四節 調查實施 32
第五節 資料分析 34
第四章 研究結果與討論......................................36
第一節　樣本描述 36
第二節　整體模式適配度 40
第三節　工作壓力源與工作緊繃之迴歸模型………….42
第四節　開創型焦點之調節效果迴歸分析……………..43
第五節　守成行焦點之調節效果迴歸分析 45
第五章　結論與建議 48
第一節　研究主要發現 48
第二節　研究結論 49
第三節　研究建議 53
第四節 研究限制…………………………………………..57
參考文獻 58
附錄一：第一次施測問卷 68
附錄二：第二次施測問卷 71

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